Aims and Objectives: To investigate the associations among risk for social media addiction (SMA), nomophobia, clinical performance, and the mediating effect of academic self‐efficacy (ASE) among these relationships. Background: There is a preponderance of studies about SMA and nomophobia’s negative and positive effects on nursing students’ academic performance. However, its impacts on clinical performance among nursing interns and whether ASE has a mediating effect among these relationships remain underreported. Methods: A cross‐sectional correlational design was used, involving nursing interns, who were consecutively recruited from April to June 2025, from four nursing colleges. To collect data, three validated self‐report scales were used. Covariance‐based structural equation modeling was employed for data analyses. Results: Risk for SMA positively influenced nomophobia ( β = 0.12, p = 0.002), while negatively affected ASE ( β = −0.07, p = 0.030) and clinical performance ( β = −0.04, p = 0.002). Nomophobia negatively associated with ASE ( β = −0.56, p = 0.002) and clinical performance ( β = −0.18, p = 0.008). ASE directly influenced clinical performance ( β = 0.18, p = 0.002). The 42.64% variance of clinical performance was attributable to SMA, nomophobia, and ASE. ASE acted as a mediator between SMA and clinical performance ( β = 0.08, p = 0.002) and nomophobia and clinical performance ( β = 0.12, p = 0.002). Conclusion: SMA and nomophobia reduced nursing interns’ clinical performance. Meanwhile, ASE improved clinical performance. ASE was a protective factor against the ill‐effects caused by SMA and nomophobia on clinical performance. Implications for Nursing Management: Nursing school administrators may create proactive policies in helping nursing students manage their SMA and nomophobia. Nurse managers in clinical learning environments should cultivate favorable learning experiences where students can develop ASE and master clinical skills. Nursing educators and students must elevate their knowledge regarding the negative impacts of SMA and nomophobia and at the same time how they adversely influence nursing students’ clinical performance while jeopardizing patient safety.

Background & Aim: Nowadays, hospitals all over the world adopt hospital policies that prioritize the prevention of CAUTI in critically ill pediatric patients. Aim of the preset study was to investigate the association between evidence based clinical guidelines and catheter associated urinary tract infection prevention in critically ill pediatric patients.,Methods & Materials: This study was conducted at Assiut University Children Hospital's pediatric intensive care unit. This trial enrolled 40 pediatric nurses and 50 children. In the control group, 25 children were assessed before the implementation of the guidelines, while 25 children in the case group were assessed after the guidelines were introduced. Tool I: Background information form. Tool II: Pediatric nurses' knowledge about urinary catheter and CAUTI. Tool III: Pediatric nurses’ observational checklists. Tool IV: Checklist for catheter associated urinary tract infection.,Results: The results of this study showed that (22.5%) of the studied nurses had satisfactory level of knowledge pre guidelines compared with (87.5%) post guidelines. It was observed that (35%) of the studied nurses had competent level of practice pre guidelines compared with (88%) post guidelines with a highly statistically significant differences between nurses' level of knowledge and practices pre and post guidelines p value 0.001**. There was negative correlation between total nurses' knowledge and practices and incidence of catheter associated urinary tract infection.,Conclusion: the prevention of CAUTI rate has significantly improved in critically ill pediatric patients with urinary catheters after applying CAUTI prevention evidence based clinical guidelines.

Background: Nurse turnover is a critical challenge to healthcare quality in Saudi Arabia, yet the mechanisms linking workplace culture to retention intentions remain unclear. While workplace culture and burnout have each been associated with turnover intentions, no study in the Saudi nursing context has examined whether burnout operates as an intermediary mechanism through which workplace culture influences nurses’ decisions to stay. Grounded in the Job Demands-Resources model, this study tested whether burnout mediates the relationship between workplace culture and intent to stay among registered nurses in Saudi Arabia. Methods: A cross-sectional, correlational design was employed. The sample comprised 355 full-time registered nurses from five Ministry of Health hospitals in the Hail and Qassim regions of Saudi Arabia. Nurses were selected using proportionate stratified random sampling, with geographic region and hospital as stratification factors. The population of 2,500 nurses was divided into two regional strata; 240 nurses were randomly selected from Hail (three hospitals) and 160 from Qassim (two hospitals), proportional to the nurse population in each region. Data were collected via self-administered online surveys (Google Forms) from November 15, 2025, to January 15, 2026. Workplace culture was measured with the Organizational Culture Survey, burnout with the Copenhagen Burnout Inventory, and intent to stay with the Intent to Stay Scale. Structural equation modeling with bootstrapping (5,000 samples) was used to test the mediation hypothesis. Results: Participants reported moderate perceptions of workplace culture (M = 2.88, SD = 0.73), high burnout (M = 3.58, SD = 0.65), and low intent to stay (M = 2.66, SD = 0.67). Workplace culture was negatively correlated with burnout (r = −0.34, p < .001) and positively correlated with intent to stay (r = 0.57, p < .001). Burnout was negatively correlated with intent to stay (r = −0.43, p < .001). In the SEM, workplace culture had a significant direct effect on intent to stay (β = 0.48, p < .001). The indirect effect of workplace culture on intent to stay through burnout was significant (β = 0.09, 95% CI [0.05, 0.16], p < .001), indicating partial mediation. The model explained 11.6% of the variance in burnout and 38.9% of the variance in intent to stay. Model fit was mixed: RMSEA and SRMR indicated good fit, while CFI and TLI were marginal (χ²(412) = 847.32, χ²/df = 2.06, CFI = 0.94, TLI = 0.93, RMSEA = 0.055 [90% CI 0.050, 0.060], SRMR = 0.048). Conclusion: In this cross-sectional study of Saudi nurses, workplace culture was associated with intent to stay through both a direct association and an indirect association via burnout. These findings are consistent with the Job Demands-Resources model and suggest that workplace culture and burnout are co-occurring factors related to retention attitudes.

Background: Burnout is a major challenge to the ongoing viability of the nursing workforce. However, only a limited number of studies have integrated work shift characteristics, satisfaction with work–life balance, and chronic illness into the same model. Aim: To examine whether shift work patterns, satisfaction with work–life balance, and chronic illness are independently associated with burnout among nurses. Methods: Between March and May of 2025, an analytical cross-sectional study was conducted on 100 nurses in two Egyptian military hospitals. Burnout was measured with the 20-item Burnout Syndrome Assessment Scale (BOSAS; Cronbach’s α = 0.832 in the present sample). Unadjusted associations were examined using univariable linear regression with HC3 robust standard errors, and hierarchical multiple linear regression was used to identify factors independently associated with the total burnout score. Results: The reported prevalence of burnout was 30.0% mild, 57.0% moderate, and 13.0% severe. The mean total burnout score was 46.72 ± 11.55. The final model of the regression explained 43.9% of the variance in burnout. Work–life balance satisfaction showed the strongest association with burnout among the variables in the model (standardized β = −0.479, p < 0.001), with each one-category increase in satisfaction corresponding, on average, to a 4.49-point lower burnout score. Chronic illness showed a borderline association with higher burnout (B = 4.40, p = 0.0499). In addition, nurses aged 36–45 years had lower scores than those aged 18–25 years. Shift duration, gender, and physical activity were not independently associated with burnout, although the near-uniform shift patterns in this sample limited the ability to detect an effect of shift length. Conclusions: In this sample, greater work–life balance satisfaction was associated with lower burnout, while the near-uniformity of shift exposure limited what could be concluded about shift duration. The cross-sectional design precludes causal inference and the direction of these relationships cannot be established. Preventive measures that protect work–life balance, such as predictable rosters, sufficient recovery time, and staffing that eases competing work and family demands, warrant evaluation, as does early support for nurses living with chronic disease.

Smoking cessation is particularly challenging among patients with chronic diseases because nicotine dependence and established smoking behaviors may hinder

Introduction: Heart failure (HF) is a major chronic condition associated with high morbidity, mortality, and reduced quality of life (QoL). Self-care behaviors based on Orem’s theory play a critical role in symptom management and in improving health-related QoL. Aim: This study aimed to examine the relationship between self-care and quality of life among patients with heart failure based on Orem’s Self-Care Theory.Method: Research design: A descriptive correlational research design was employed at the Heart Center of Al-Qurayyat General Hospital in Saudi Arabia. Sampling: A purposive sample included 100 adult HF patients classified as New York Heart Association (NYHA) Class II or III. Tool: Data was collected using a structured questionnaire: The questionnaire consisted of three main sections: Patients’ demographic and clinical data, the heart failure-specific health-related quality of life scale, and the European heart failure self-care behavior scale.Results: Nearly two-thirds of participants (64%) demonstrated good self-care, 26% moderate, and 10% poor self-care. The mean self-care score was 26.81 ± 9.69, indicating moderate adherence. The overall mean QoL score was 1.74 ± 0.85, indicating mild to moderate impairment. Self-care was significantly and positively correlated with all QoL domains—physical (r = 0.369, p < 0.01), emotional (r = 0.383, p < 0.01), social (r = 0.268, p < 0.01), and total QoL (r = 0.360, p < 0.01). Conclusion: Incorporating Orem’s Self-Care framework into nursing interventions could enhance patients’ self-care management, reduce disease burden, and improve overall well-being.